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Tag Archives: Hiring

It is very important to increase diversity in the workplace by improving your practices of recruiting, hiring and promoting. Diversity is as much about diverse talent as it is about diversity and equality. It has many different forms and layers including differences in age, ethnic background, gender and race. Diversity dimensions also include geographic location, income, parental status, marital status, and religious beliefs. All HR professionals have to make sure they know what barriers are in place to improve diversity and how they can respond to the challenge. It isn’t difficult or hard to create a more diverse workplace, so long as the right HR practices are in place.

If you want to grow your business, you will also generally have to grow your workforce. Being successful is all down to finding the right people and putting them in the right role. They all have to align with the goals and objectives of the organization.

No matter what stage of growth your business is in, you must focus on hiring top managers that are, in turn, able to get the right people for the jobs within their teams.

It is incredibly important to hire the right people for the right job. It doesn’t matter whether this is done through an external job advertisement or through internal promotion.

You have to have a really good people strategy in place, which includes a recruitment, selection and retention program. Doing that properly is all about making sure that you understand the finer points of recruitment, hiring and promotion processes.

It is incredibly important to get your hiring process right. First of all, the time you have spent on this process is very valuable and costly, so it is important to only do it when needed. Doing it wrong means going through processes of retraining people, sorting out their mistakes, potentially going through legal procedures in order to relieve them of their position, only for it all to start again. Get the hiring process right, however, and none of these problems will happen. There are plenty of things you can do in order to do things appropriately, but the following five are probably the most important.

American businesses determine 80% of their total hiring and recruiting decisions around the “intellectual” element of the individual, in other words their resume, abilities, education, as well as their working experience. The resulting outcome of these practices is an 85% turnover rate as a result of Behavior or Style incompatibility – the individual could get the job done, however for several reasons, it wasn’t getting accomplished. Everyone knows employee turnover costs every company big bucks.

This substandard approach brings about very poor employee retention, insufficient overall performance as a result of inadequate job match, as well as very high turnover expenses and makes clear the reason why US companies average percentage of successful hiring is lower than 50%. The men and women supervising these recruiting/interviewing/hiring/promotion operations, without having “tools” to help, tend to be making very subjective judgments hoping that the “intellectual element” of the person will furnish adequate information to guarantee a high quality job match. The DiSC Profile is an excellent “hiring tool.”